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Attracting, Developing & Retaining High Performing Educators

This presentation, delivered by Summit Public Schools leaders Diane Tavenner, Brian Johnson, and Diego Arambula, focuses on key elements in attracting, developing, and retaining high-performing educators. It highlights the importance of having top-tier teachers in the education system and outlines Summit's non-negotiables for creating successful learning environments. The session covers the Attract School Model, the Teacher Development Cycle, and strategies for shared decision-making. Attendees will gain insights into personalized educator plans, teaching practice continuums, and effective teacher development cycles to enhance educational outcomes. Learn how to hire the right people, provide ongoing support, and create a culture of excellence in your educational institution.

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Attracting, Developing & Retaining High Performing Educators

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  1. Attracting, Developing & Retaining High Performing Educators Presented By: Diane Tavenner CEO, Summit Public Schools Brian Johnson Executive Director, Summit Prep Charter HS Diego Arambula Executive Director, Summit Public Schools: Rainier

  2. McKinsey Report • What matters most in the top schools systems in the world? • Getting the right people to become teachers • Ensuring the system is able to deliver the best possible instruction to every child • Developing them into effective instructors

  3. Summit Non-Negotiables • High-performing teacher in every classroom, every day • Every student can be successful in a 4-year college • Emotionally and physically safe • Develop core characteristics • Every student is truly known • Research-based, best-practice organization • Heterogeneous and untracked; no closed doors for any student • Do more with less • Values-based decision making • Leave no student behind

  4. Attract

  5. School Model • Teachers are set up for success • 1 prep • 4 classes at no more than 30:1 • 40 days of Professional Development • Extended semester • Two hours daily prep with colleagues • Teacher-leaders

  6. Hiring Process

  7. Think - Pair - Share • What are your top two non-negotiables? • What aspects or elements of your school model support them? • Are there any elements or structures that block or do not support them? • How could you improve alignment and what would be some tradeoffs?

  8. Develop

  9. Continuum of Teaching Practice Instruction Knowing Learners & Learning Curriculum Leadership Content Mentoring Assessment

  10. Continuum

  11. Personalized Educator Plan (PEP) • Continuum Development Goals • Determines Base Salary • Data-driven Bonus Goals • School Level Goal • Grade-level Team Goal • Individual Goal • Resiliency Goals • Core Characteristics Goals

  12. Teacher Development Cycle

  13. Skill-Based Step and Ladder Levels for Base Salary: Level 1: Basic in all 7 strands Level 2: Proficient in all 7 strands Level 3: HP in 4 of 7 strands (incl Instruction) Level 4: HP in all 7 strands (incl National Boards) Level 5: Expert in 4 of 7 strands

  14. Shared Decision Making

  15. Think - Pair - Share • What strategies does your school use to develop teachers? • How do you know if your teachers are improving in mission critical areas? • How can you continue to improve alignment?

  16. Retain • Get Results • Pay for Performance • Career Lattice

  17. Thank You • Please complete the evaluation form. • For further information: • Diane Tavenner dtavenner@summitps.org • Brian Johnson: bjohnson@summitprep.net • Diego Arambula: darambula@spsrainier.org

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